Off Day vs Rest Day in Singapore: MOM Guidelines Explained

The difference between an ‘off day’ and a ‘rest day’ in Singapore is not just a matter of wording. It affects payroll, rostering, and how your time attendance system tracks employee schedules. MOM regulations set out clear rules on rest days, while off days remain at the employer’s discretion. Mixing them up can cause payroll miscalculations and compliance risks. Here’s a clear breakdown of how each works and what it means for your business.

Who gets off and rest days in Singapore?

Under Part 4 of the Employment Act, certain employees are entitled to regulated working hours, rest days, breaks, and overtime pay:

• A non-workman who earns a monthly basic salary of $2,600 or less

• A workman earning a monthly basic salary of $4,500 or less

Managers and executives are NOT covered under this part of the Act, which means their off days and rest days depend on what’s outlined in their employment contract.

If you’re unsure whether you or your employees fall under Part 4, MOM provides a self-assessment tool to clarify coverage.

What’s the difference between an off day and a rest day?

Although many people use ‘off’ and ‘rest’ day interchangeably, they are not exactly the same.

• An off day is any day when an employee is not required to work. This can include scheduled days off, public holidays, sick leave, or personal leave. Off days are not always mandated by law.

• A rest day is a legally mandated period of at least 24 consecutive hours when an employee is entitled to a complete break from work. Rest days come with specific MOM regulations that employers must follow.

How many rest days are allowed by the MOM?

MOM requires that employees receive one rest day per week, lasting at least 24 hours. Ideally, the rest day should be consecutive with other working days.

For shift workers, the rest day can extend to 30 continuous hours. If that rest period begins before 6 p.m. on a Sunday and continues into Monday, your company’s time attendance system should still count it as the rest day for that week.

What if an employee’s rest day is a weekday and they work on a Sunday?

If an employee’s designated rest day falls on a weekday and Sunday is listed as a regular workday, then Sunday is treated like any other working day. In this case, your time attendance system should consider it as part of their standard basic rate of pay, and no rest day pay applies.

How to calculate rest day pay

This is the Ministry of Manpower’s formula for calculating rest day pay:

Working half a rest day

(12 × monthly basic rate of pay) ÷ (52 × average number of working days per week) × 1 × number of working rest days

Working a full rest day

(12 × monthly basic rate of pay) ÷ (52 × average number of working days per week) × 2 × number of working rest days

Situation	Up to half of normal daily hours	More than half of normal daily hours	Beyond normal daily hours (overtime)
At employer’s request	1 day’s basic pay	2 days’ basic pay	2 days’ basic pay + overtime at 1.5× hourly rate
At employee’s request	½ day’s basic pay	1 day’s basic pay	1 day’s basic pay + overtime at 1.5× hourly rate

Make rest day calculations easy

A reliable HRMS platform with a time attendance system like Adaptive Pay takes the guesswork out of keeping track of off days and rest days without compromising payroll compliance. With our integrated time attendance system, you can record work hours digitally and ensure that rest day pay is calculated correctly.

The fully compliant and customisable payroll module also allows you to generate itemised payslips automatically, saving time while keeping your business aligned with MOM regulations.

Request a demo today and discover how Adaptive Pay can simplify payroll and rest day calculations for your organisation.